Summer Dress Code in the Office: Where Business Image Meets Employee Privacy

22.07.2026

Matylda is the HR Director at a major consulting firm.

For several days, a heatwave has been sweeping across Poland. Temperatures have soared past 30°C (86°F), and the air conditioning is barely keeping up. While most employees would love to ditch their blazers in this weather, the majority of the team is doing their best to maintain a professional standard.

So when Agnieszka a key manager from the Operations Department walked into the office on Monday, Matylda could hardly believe her eyes. Despite having a negotiation session scheduled with an important international client that day, Agnieszka was wearing a very short miniskirt and beach flip-flops. Meanwhile, all the other meeting attendees were in full business attire.

The situation became even more awkward the following day. Agnieszka showed up to work in a sheer top and deeply cut shorts. The discomfort among her colleagues was palpable her team simply didn’t know where to look.

Matylda decided it was time to step in.

“I’ll invite her for a chat and gently bring up the topic of our office dress code,” she decided.

In practice, however, the conversation proved difficult. Agnieszka made no effort to hide her irritation.

“What I wear is my private business! In temperatures like these, I have no intention of suffocating in a button-down shirt and closed shoes. Expecting the company to dictate my wardrobe feels like a total stretch. What’s next? Are you going to start telling me what color underwear I should wear?”

Matylda was left alone with that question. On the one hand, she understood how unbearable the heat was she was struggling in her own high collared blouse. On the other, she knew it would take a long time to rebuild relationships with the clients Agnieszka had greeted in beach flip-flops…

Workplace Dress Code: What Does the Law Say?

Labor codes generally do not contain direct provisions giving employers an explicit right to regulate employees’ appearance or attire (outside of health and safety regulations or uniform required roles).

However, this does not mean the issue lies entirely outside the employer’s jurisdiction.

The employer organizes the workplace and sets its rules. Therefore, they have the right to expect behavior and appearance that protect the company’s business interests and brand image. How a team presents itself directly impacts client perceptions and, ultimately, business outcomes.

Consequently, management directives can cover not only how work is performed, but also interpersonal conduct and personal appearance provided it is relevant to the company’s public image.

Furthermore, safeguarding the employer’s good name and interests is a fundamental duty of every employee. If an employee’s inappropriate attire risks ruining client trust or losing a contract, it poses a tangible threat to organizational interests and constitutes a breach of that duty.

Where Does Personal Privacy Begin? Can a Company Regulate Skirt Length?

This is precisely where ambiguity arises.

An organizational dress code sits at the intersection of two competing values:

1. The employer’s right to protect its brand image and commercial interests.

2. The employee’s right to privacy and self expression through personal appearance.

There is no one size fits all rule for how far an employer can go. Everything depends on the nature of the role and its specific context.

An IT engineer spending all day behind a screen without client interaction is fundamentally different from a business representative facing external stakeholders. While mandating a full suit for back-office staff during a 30°C heatwave is hard to justify, asking client-facing professionals to wear blazers, collared shirts, or closed toe shoes is well within an employer’s rights.

Does this mean back-office staff can wear beachwear?

Absolutely not. Even under relaxed guidelines, employers have the right to demand appropriate attire meaning neat, professional, and neutral (e.g., regarding religious or ideological symbols).

This is not just about etiquette; it is about workplace psychology and mutual respect. How we dress impacts team culture and workplace dynamics. Overly revealing clothing (such as visible underwear) can cross personal boundaries and cause discomfort. Ensuring a comfortable, psychologically safe environment for everyone is a core employer obligation.

This is why clarity is essential. Establishing clear expectations in an employee handbook or internal policy prevents misunderstandings and uncomfortable conversations regarding dress length or necklines.

What Happens When an Employee Ignores the Dress Code?

It is a delicate topic, and an informal conversation is usually enough to resolve the issue.

However, if formal feedback fails, firmer measures may be necessary. If an employee’s persistent, unprofessional attire exposes the firm to reputational damage or client loss, termination may be considered and in extreme cases, even summary dismissal for cause.

“A justifiable reason for terminating an employment contract may be an employee’s culpable conduct that creates a mere risk to the employer’s interests. Such interests are not limited to financial losses, but also encompass intangible elements, such as workplace discipline and respect for the employer’s reputation.” > (Supreme Court Judgment)

Summer Dress Code: Finding a Reasonable Compromise

Summer heat calls for organizational flexibility. Just as companies provide hydration on hot days, dress code policies should adapt to high temperatures.

A summer dress code should be a practical compromise balancing business needs with employee comfort:

• Flexible Standards: During extreme heat, companies can waive requirements for jackets and ties.

• Clear Boundaries: Make it explicit that shorts, crop tops, and flip flops remain unsuitable for the office environment.

Ultimately, the goal is to strike a balance that offers employees relief from the heat while preserving the company’s professional image.

Key Takeaways:

• Right to Regulate: Employers can enforce dress standards when they directly impact corporate image and client relationships.

• Role-Based Flexibility: Attire requirements should match the position client-facing roles require higher standards than internal ones.

• Balanced Summer Policies: High temperatures warrant flexibility, but summer casual should never compromise professional boundaries or workplace comfort.

• Performance Management: Repeatedly ignoring dress code policies that harm the firm’s reputation can lead to disciplinary action or termination.